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Mon, 10 Sep 2018 13:28:40 +0000en-UShourly1http://www.clientbusinessservices.com/wp-content/uploads/2015/11/cropped-siteicon-32x32.pngClient Business Services and Associates, LLChttp://www.clientbusinessservices.com
3232What Are Some Of The Key Elements Of Hiring Great Talent?http://www.clientbusinessservices.com/2018/09/09/what-are-some-of-the-key-elements-of-hiring-great-talent/
http://www.clientbusinessservices.com/2018/09/09/what-are-some-of-the-key-elements-of-hiring-great-talent/#respondSun, 09 Sep 2018 09:56:36 +0000http://www.clientbusinessservices.com/?p=780VIDEO BELOW! Hiring Great Talent! Putting together a great team takes time. However you have to look for balance that complement each other. It’s important to balance both your team with personalities and work ethics that complement your personality and that of the others on the team. As a matter of fact, can you tell… Read More »

VIDEO BELOW!Hiring Great Talent!
Putting together a great team takes time. However you have to look for balance that complement each other. It’s important to balance both your team with personalities and work ethics that complement your personality and that of the others on the team. As a matter of fact, can you tell within the first five or 10 minutes whether or not you are excited with the person and the conversation> You gotta be excited when you see great talent. After the interviews is over and you have taken great notes you will know when you have picked the right talent, because you will be smiling from ear to ear. Below are some other elements that will help in hiring great talent.

At Client Business Services & Associates, we take great pride in helping our clients fill open jobs. If you’re looking fill your job orders with great talent,please contact us today.

]]>http://www.clientbusinessservices.com/2018/09/09/what-are-some-of-the-key-elements-of-hiring-great-talent/feed/0In a C-Level Job at Company; Why Not Take That Experience and Hire Yourself?http://www.clientbusinessservices.com/2018/06/28/in-a-c-level-job-at-company-why-not-take-that-experience-and-hire-yourself/
http://www.clientbusinessservices.com/2018/06/28/in-a-c-level-job-at-company-why-not-take-that-experience-and-hire-yourself/#respondThu, 28 Jun 2018 09:09:25 +0000http://www.clientbusinessservices.com/?p=773Why so many execs love short-term c-suite gigs For some executives, that top spot is only a short-term situation. And for many of them, that’s just fine. Kate Ashford, Monster contributor Charlotte Brown left a full-time corporate role in London in 2013. Since then, she’s hired herself out on a project basis at the higher… Read More »

Why so many execs love short-term c-suite gigs
For some executives, that top spot is only a short-term situation. And for many of them, that’s just fine.Kate Ashford, Monster contributor

Charlotte Brown left a full-time corporate role in London in 2013. Since then, she’s hired herself out on a project basis at the higher levels—as a CEO, vice president, or chief strategist, for instance—and hasn’t looked back.
She moved from London to Miami, and then to Chicago, and now resides in Hawaii.
“Working in a full-time role wouldn’t allow me to continue learning and traveling to the same extent,” says Brown, 32, who offers her services at Adelie Ventures.
“I wanted the flexibility of being able to work for different clients.”
Brown is just one example of an interim executive—a senior-level employee taking a series of shorter-term gigs instead of accepting one job with a steadier paycheck.
“Certainly, as a trend line, it’s increasing, in terms of the number of executives that are choosing to work this way,” says Mike Harris, President and CEO of Patina Solutions, an interim executive placement firm.
And as the gig economy in the U.S. continues to grow, it’s fair to assume that temporary executive spots will be an increasingly available option for upper-level workers.

Who’s looking for an interim role?
People seeking a temporary or project spot at the upper level tend to fall into three buckets, says Debra Boggs, an executive resume writer and job search coach in Portland, Maine.
Some people are at the vice president level, hoping to transition into a C-level position and looking for real-life experience.
Some people are seasoned, C-level executives—usually CIO, CMO, COO or CFO—looking to transition into a twilight career before retirement but still hoping to make a positive impact.
And some people are just looking for more flexibility in their upper-level roles—more diversity, more ability to travel.
“They’re usually seasoned CMOs in a long-term role that then transition to all-interim, because they like the flexibility and the variety,” Boggs says.
For Gina Lepore, who’s been working as an interim COO for the last year, the advantages include a work environment that’s constantly changing. “I like the thrill of doing something different and taking on challenges that on the surface appear difficult,” says Lepore, who works in the New York City area.

Who’s hiring interim executives?
Some firms hire interim executives to fill a position until they’re able to hire someone more permanent.
A company might lose—voluntarily or involuntarily—their CFO or vice president of sales, and because it takes six to nine months to find the right replacement, they need someone in the short-term.
“They’ll bring in an interim executive to bridge that gap,” says Kristen McAlister, president of Cerius Interim Executive Solutions, an executive talent firm.
Other firms hire temporary help for a temporary need—either part-time for a particular skill or for a finite company project.
“It’s a great way to get the expertise you need, the bandwidth you need without risking a $300,000 hire,” McAlister says.
It may be that a startup needs a CMO during their pre-launch days, or a strategist during times of high-growth. Or a company might be preparing for a merger or acquisition, and they need a CFO to get their books in order, or a high-level leader to drive them through the transition.
“They need that C-level brain, but not forever,” Boggs says.

How’s the pay?
In general, the pay for temp executive jobs is commensurate with what you’d get for a similar full-time position.
However, there are fewer benefits—and not just in terms of health insurance and a 401(k).
“You don’t necessarily get relocation fees, or any kind of signing bonus, things like that,” Boggs says.
“But the hourly rate tends to be on par or slightly higher because it’s a short-term role.”

How do you get that gig?
Executives searching for short-term work can do it on their own, or via an agency that matches employers with executive temps.
Although many employees sell themselves as generalists, McAlister recommends that workers find a niche instead.
“Don’t try and be all things to all people,” she says. “What impact can you make for a company? Spell it out. Make it as clear as possible, so that when a situation comes up, you’re the one I think of.”
It’s also a good idea to start building your network before you jump ship. “Try to secure a couple of assignments prior to officially transitioning,” McAlister says.
Last, if you’re seeking a shorter-term role after leaving a full-time position, be clear about your reasoning in your cover letter or resume. Otherwise, “it can look like you were fired or weren’t performing well,” Boggs says. “Answer the question of why you’re interested in a role right up front.”

Does short-term turn into full-time?
Occasionally, a temporary spot turns into a permanent one, but it’s not the rule. “About 10 percent of the time, we put someone on a project and the client falls in love with the person and says, ‘This is a really good fit,’” Harris says.
But career interim executives tend to engage in something of an ebb and flow.
They might do interim work for a few years, then they do an assignment with a firm that turns into a full-time position. Then that company is sold, and that executive goes back to shorter-term work.
“An executive career now isn’t black and white,” McAlister says. “It’s not, ‘I’m a corporate executive’ or ‘I’m a consultant.’ They have a lot more choice on what type of work they do and how they do it.”

How do you market yourself as a temporary exec?
The first place to start is your resume.
If you’re not confident that your resume is up for the job of positioning you as an exec-for-hire, Monster has professional resume writers who can work with you on a one-on-one basis to get it to where it needs to be.
Also, if you join Monster, you can upload up to five versions of your resume, so you’ll be armed with whatever you need, depending on what kind of opportunity arises.

At Client Business Services & Associates, we take great pride in helping our clients fill open jobs. If you’re looking fill your job orders with great talent,please contact us today.

]]>http://www.clientbusinessservices.com/2018/06/28/in-a-c-level-job-at-company-why-not-take-that-experience-and-hire-yourself/feed/05 things you need to be happy at workhttp://www.clientbusinessservices.com/2018/05/19/5-things-you-need-to-be-happy-at-work/
http://www.clientbusinessservices.com/2018/05/19/5-things-you-need-to-be-happy-at-work/#respondSat, 19 May 2018 02:41:10 +0000http://www.clientbusinessservices.com/?p=768Are You Happy At Work? Daniel Bortz, Monster contributor There are countless benefits to finding a job that makes you happy, not the least of which is not having to suffer from the Sunday night blues, the Monday morning misery, the Tuesday terrors or…well you get our point. A recent study by staffing firm Robert… Read More »

There are countless benefits to finding a job that makes you happy, not the least of which is not having to suffer from the Sunday night blues, the Monday morning misery, the Tuesday terrors or…well you get our point.

A recent study by staffing firm Robert Half, which evaluated the happiness levels of more than 12,000 working professionals, shows that happier workers also perform better, have closer relationships with co-workers, and take more pride in their work than their less-jubilant counterparts. Figures, right? “When people are more excited about their work, they invest more time and energy into their job,” says Atlanta career coach Hallie Crawford.

Okay, you’re thinking, but how do I get my personal happy place? That same study offers some interesting revelations about what makes happy employees, well, happy—and how you can be one of them.

Finding #1: You need to feel accomplished.

According to the survey, a sense of accomplishment is the strongest driver of happiness for employees under 35 years old.

“Employees want to feel like they’re having an impact on the company, which means they need to see the results of their work,” says Crawford.

Find it in your current job: “If you want that sense of accomplishment, set benchmarks for yourself and focus on making progress toward small goals,” says Stefanie Wichansky, CEO at Randolph, N.J., management consulting and staffing firm Professional Resource Partners. “For instance, if you’re working on a six-month project, set progress check-ins every one to two weeks. By seeing that you’ve moved the dial, you’ll feel more confident in your work.”

Find it in your next job: Look for signs that the team or department you’d be working with is driven toward achievement. These signs may include employees mentioning things like “regular check-ins with the boss” or “great feedback” in the Kununu company review, or words like “goals” or “benchmarks” in job postings on Monster.

Ask the hiring manager how he or she defines success and how he or she drives the team to achieve.

And depending on your field, you might also look for systems that are set up to drive results, such as agile methodology in project management.

Finding #2: You need positive reinforcement

Feeling appreciated is the second-biggest driver of happiness for workers, the survey found. “People want to feel like they’re putting out great work,” says Crawford. Recognition, of course, can come in many forms—from a simple thank-you email to a promotion or salary bump.

Find it in your current job: If you’re not receiving positive reinforcement from your own boss, it doesn’t necessarily mean that you’re underperforming. He or she just might not be great at communication. You might just need to actively solicit feedback from your manager.

Find it in your next job: Company reviews on Kununu are a great place to get honest opinions about whether or not current employees feel like they’re appreciated, so check them out while you’re deciding whether or not to take a new job. If you see multiple mentions of things like, “I was never thanked for my hard work,” or, “I never knew if I was doing a good job,” consider those red flags.

Finding #3: You need to like your co-workers.

Employees who have good relationships with their co-workers are 2.5 times more likely to be happy on the job than those who don’t get along well with their peers, the survey found. Meanwhile, a Gallup poll found that close work friendships boost employee satisfaction by 50%.

“Relationships are one of the best predictors of happiness in any field,” says Christine Carter, author of The Sweet Spot: How to Find Your Groove at Home and Work.

Find it in your current job: To form authentic bonds with colleagues, “take an interest in their lives outside of work,” Carter says. In other words, don’t be the co-worker who’s all business all the time. Stop what you’re doing once in a while and ask your colleagues their pets, their children, their hobbies. Do they run marathons? Express genuine interest in what they love, and you may notice a bond begin to form.

One of the easiest ways to connect with people is to find shared interests, says Nic Marks, CEO and founder at Happiness Works, a firm that helps companies create happier workplaces. So, once you’ve taken an interest in your co-worker’s interests, you may find that you share some—and that might be a ticket to a new work bestie.

Find it in your next job: If you want to get a sense of whether or not you’ll click with your future co-workers, ask your interviewer what the vibe is on the team you’ll be working on. See if you can meet multiple people from your future team and ask questions about how friendly people are, and if there’s a chance to mingle during or after work.

Finding #4: You need some level of autonomy.

The happiness survey also found that a sense of empowerment—meaning, employees can make some decisions on their own—improves work happiness.

“You need to feel like you’re steering your own ship,” says Carter.

Unfortunately, few people feel this way about their gig: 23% of those surveyed by Robert Half said they wield little or no control over their work.

Find it in your current job: If you crave more independence at work yourself, but your boss is a micromanager, there are ways to retrain your manager so you’ll have more freedom to do good work.

“Micromanagers need a lot of proactive reassurance from their direct reports that they’re doing good work,” says Wichansky. So, the best way to build confidence is to provide your boss regular progress reports, ideally on a weekly basis,” she says.

Also, don’t be afraid to ask for more responsibility and oversight. Your boss may not realize that you are ready to take on something bigger.

Find it in your next job: If autonomy is what you crave, it’s important for you to make that clear to future employers, so be upfront during the interview and tell the hiring manager that you crave some independence and the ability to manage your own time and workflow.

Also, don’t forget to read the job description carefully. Look for phrases like “works independently” to get a sense of what the hiring manager is looking for.

Finding #5: You need to be part of something that makes you proud

Employees who are proud of their organizations are three times more likely to be happy at work, the survey found. This goes beyond pride in your actual output, but pride in your company and what it stands for—which makes sense, given that “cultural fit” is a top priority for millennial job-seekers, according to a recent survey by The Workforce Institute.

Find it in your current job or your next job: For some people, knowing they work at a Fortune 500 firm with a marquis status gives them a sense of pride. For others, their company’s community service makes them feel good. And for others, a “cool” factor, like working at a company with amazing perks, can make the difference.

If you’re not bragging about where you work, take a few minutes and jot down some of the reasons you’re not brimming with pride. Are any of them fixable by you? Maybe, for example, you don’t like the way your particular team operates, but a shift over to another team would make you feel better about things.

If the problems are not fixable from your position—for example, your company CEO is taking the brand in a direction you don’t agree with—look back at your list to get a sense of what values are important to you. Then start looking for a company that espouses similar values.

Find your happy place

Your job is so much more than a paycheck; it’s a place you go to improve your skill set, contribute to the greater good, and collaborate with other awesome people. If you get a sinking feeling whenever you think of your job, listen to your gut—it’s telling you something important that you should pay attention to. Could you use some help finding your happy place? Join Monster today. As a member, you can upload up to five versions of your resume—each tailored to the types of jobs that interest you. Recruiters search Monster every day looking to fill top jobs with qualified candidates, just like you. Don’t stay in a job that makes you miserable. C’mon, get happy!

At Client Business Services & Associates, we take great pride in helping our clients fill open jobs. If you’re looking fill your job orders with great talent,please contact us today.

]]>http://www.clientbusinessservices.com/2018/05/19/5-things-you-need-to-be-happy-at-work/feed/0Hidden Disabilities at Work Are You At Risk?http://www.clientbusinessservices.com/2018/02/26/hidden-disabilities-work-risk/
http://www.clientbusinessservices.com/2018/02/26/hidden-disabilities-work-risk/#respondMon, 26 Feb 2018 09:05:24 +0000http://www.clientbusinessservices.com/?p=608Matt Krumrie, Monster Contributing Writer Hidden Disabilities at Work Are You At Risk? John from accounting is curious to know why Mark takes pills three times a day. He doesn’t know Mark suffers from a rare heart condition. Bill in the construction crew has to take a break twice a day to take an insulin… Read More »

Hidden Disabilities at Work Are You At Risk?
John from accounting is curious to know why Mark takes pills three times a day. He doesn’t know Mark suffers from a rare heart condition. Bill in the construction crew has to take a break twice a day to take an insulin shot, which sometimes frustrates other workers, because they think he is getting extra breaks in violation of union policies.

These are fictional situations, but millions of Americans suffer from hidden disabilities or health conditions that can affect their workplace routines. Hidden disabilities include epilepsy, bipolar disorder, arthritis, attention deficit disorder and lupus. Educating coworkers, supervisors and employers on this topic is challenging and can sometimes put workers in sticky situations.

The Americans with Disabilities Act (ADA) requires that reasonable accommodation be provided, if necessary, for all people with disabilities, whether hidden or visible. Reasonable accommodations must be determined on a case-by-case basis and can range from making facilities accessible for wheelchairs to job restructuring or modifying equipment.

Unfortunately in today’s workplace, if a disability is not observable, many people have difficulty understanding the need for accommodation, and some employees think coworkers are receiving favoritism.

“If a person requests an accommodation, the employer can work in partnership with the individual,” says Betsy Jaros, vice president of corporate development for Minnesota Diversified Industries, a company that promotes opportunities for workers with disabilities. “In some cases, it may be as simple as a special chair, or a stool for their feet, or maybe adaptive equipment on a phone to ensure the person can hear. Wherever there are performance issues, it’s critical to begin a dialogue with the individual as quickly as possible. A person with a disability does not want their disability to excuse performance on the job — they are as concerned with excellence and productivity as their employer.”

Jaros offers these tips for employees and employers who may be working with a worker with disabilities:
All parties need to keep the discussion performance-based. Never assume a disability in the workplace will cause substandard performance.

When disclosure occurs, the supervisor — if not already familiar with the ADA — must find a resource.
Unfortunately, disability discrimination charges are increasing at both federal and state levels, and even though HR personnel are continually educated on the ADA, not all employers are in tune with laws and regulations.

Marshall Tanick, an attorney with the Twin Cities law firm Mansfield, Tanick and Cohen, PA, and an author of numerous articles related to disabilities in the workplace, says any discussion about a worker’s disability should be brought up only with HR personnel and discussions should focus on potential and needed accommodations, not prognoses, therapies or current concerns.

“Once an employee is hired, the employee may want to subsequently bring up the hidden disability,” says Tanick. “An employee might want to explain the nature of the disability and what type of accommodations may need to be made, such as an occasional absence for appointments. However, the employee should not indicate, directly or indirectly, that the disability prevents them from doing the essential functions of the job, because, if it does, then they are not legally protected under ADA or any disability laws.”

However, some employees feel that talking about the disability with coworkers can be helpful, because it may lead to understanding and a willingness to work together to help accommodate them and make them as productive as possible.

“People develop relationships and feel the need to share their personal and daily issues with coworkers,” says Jaros. “Some people are very close with those they work with, and for some, being open about it helps them deal with it better.”

“The most common reason a person may want to disclose their disability is that it allows an individual to request or discuss accommodations,” says Jaros. “When this occurs, it is important the employer or coworker only request disability information related to the individual’s ability to perform the job.”

At Client Business Services & Associates, we take great pride in helping our clients fill open jobs. If you’re looking fill your job orders with great talent,please contact us today.

]]>http://www.clientbusinessservices.com/2018/02/26/hidden-disabilities-work-risk/feed/0I Am Good At My Job! Promotion Denied! What Do I Do?http://www.clientbusinessservices.com/2018/02/22/good-job-promotion-denied/
http://www.clientbusinessservices.com/2018/02/22/good-job-promotion-denied/#respondThu, 22 Feb 2018 09:36:19 +0000http://www.clientbusinessservices.com/?p=629Caroline Levchuck, Monster contributor I Am Good At My Job! Promotion Denied! What Do I Do? So you didn’t get the promotion, and now your job feels like it’s plateaued. You aren’t being challenged or learning any new skills, and your boss wants to keep you right where you are at the bottom of the… Read More »

]]>Caroline Levchuck, Monster contributor
I Am Good At My Job! Promotion Denied! What Do I Do?
So you didn’t get the promotion, and now your job feels like it’s plateaued. You aren’t being challenged or learning any new skills, and your boss wants to keep you right where you are at the bottom of the totem pole. How can you climb the corporate ladder, if someone keeps holding you down?
In a recent Monster poll of more than 3,000 U.S. respondents, 72% of workers said they felt like their manager or supervisor didn’t care about their job growth.
If that’s the case, and you feel like your boss is holding you back, you should definitely be looking to take your talents to another company, so you can move forward with your career.
Follow these three steps to help you move on after you didn’t get to move up.
Be gracious
“You have to be great and professional when this happens,” says Deborah Brown-Volkman, a Long Island, New York–based career coach. Even if a much-loathed co-worker receives a promotion you’d coveted, extend congratulations. Also, offer sincere assurances that you’re going to be the same team player you’ve always been.
Doing your best to support all of your colleagues will only help your professional reputation. A stalwart attitude will deflect any passing pity people may be tempted to feel for you.
Get answers
“When you’re trying to find out what happened, first look inward,” Brown-Volkman counsels her clients. “Many times people know why they didn’t get a promotion.”
After your emotions have settled, set up a meeting with the powers that be to discover why you didn’t get the promotion.
“People don’t like to tell other people the cold hard truth, so you have to give them permission to tell the truth,” Brown-Volkman says. She suggests assuring your supervisor and colleagues that there won’t be any consequences for being honest. “Tell them, ‘this is just for me,’” she says.
Bring questions to your meeting, so you can learn how to overcome any professional shortcomings or lack of specific skills. Ask for suggestions as to how you can better improve your performance. Request specific situations that made your superiors doubt your ability to handle the new position. Try to get your employer to help subsidize some professional-development courses that might improve your performance on the job.
And then, Brown-Volkman says to “start making changes.”
Make your move
After you learn why you didn’t get a promotion, you may come to understand that you’re not perceived as management material, and even the best in-office PR campaign would be futile. To climb to the next notch, you may need to start a job search so you can move on to a new employer.
“If you’ve given it your best shot, and it’s going nowhere, it may be that you’re just not a fit for that organization,” Brown-Volkman says. “Find a place where you do fit.”
Employees who have worked for only one company often face a similar predicament. Diversifying your employment experience is a plus, and Brown-Volkman says other companies will value your talents.
“People get stuck in failure,” she says. “But you didn’t fail. It was a learning experience.”

Looking for more guidance in your job search? Contact one of our staffing experts today, and we’ll work with you to find a new job and meet career goals. We look forward to hearing from you!

]]>http://www.clientbusinessservices.com/2018/02/22/good-job-promotion-denied/feed/0Create a Fair Vacation Policy and Avoid a Summer Meltdown If You Can’t We Can Help!http://www.clientbusinessservices.com/2018/02/18/create-fair-vacation-policy-avoid-summer-meltdown-cant-can-help/
http://www.clientbusinessservices.com/2018/02/18/create-fair-vacation-policy-avoid-summer-meltdown-cant-can-help/#respondSun, 18 Feb 2018 09:00:39 +0000http://www.clientbusinessservices.com/?p=613By: John Rossheim Create a Fair Vacation Policy and Avoid a Summer Meltdown If You Can’t We Can Help! Summertime — high season for sunburns, cookouts and vacations — can mean high anxiety for managers. Nearly every employee wants to take a good chunk of time off, but most businesses can’t allow customer service or… Read More »

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By: John Rossheim
Create a Fair Vacation Policy and Avoid a Summer Meltdown If You Can’t We Can Help!
Summertime — high season for sunburns, cookouts and vacations — can mean high anxiety for managers. Nearly every employee wants to take a good chunk of time off, but most businesses can’t allow customer service or any other core function to lapse just because it’s beach weather. Not to mention who will help manage the business while you’re on vacation!
These tips will help you keep the trains running through summer without alienating the rank-and-file.
Codify your vacation policy. Even if business in your industry slows in summer or you offer unlimited PTO, it’s wise to maintain a formal vacation policy. Be sure to put it in writing and then distribute it to all employees annually and whenever a substantial change is made.
“Structure is important,” says Nancy Saperstone, senior HR business partner at Insight Performance, a human resources consulting firm. “Fair vacation policies are not loosey-goosey.”
Don’t be arbitrary. Make sure that vacation requests are granted or denied judiciously. “Managers reviewing time-off requests must be consistent to avoid the perception of favoritism,” says Jennifer Gunter, secretary of the HR Florida State Council.
At small companies in particular, it’s important that all employees’ vacation requests are solicited before any summer time off is granted.
Be transparent. If you want to keep your employees, don’t offend them by handling their vacation requests with a “because I said so” attitude.
“Transparency is key,” says Saperstone. “You have to let people know how you’re making these decisions, so people understand and respect how it’s done.” David Galic, a spokesperson with employee-scheduling software vendor Humanity.com, gets to the heart of the matter of a well-managed vacation policy: “Managers should give reasons for declining vacation requests.”
Enumerate the criteria for reviewing vacation requests. Employees will be more likely to make workable vacation requests if they understand the deciding factors in your vacation policies. “You don’t want to only reward senior employees,” says Saperstone.
You might, for example, prioritize requests that come in early, or reward high performers with first choice of vacation date, or set up a regular rotation to determine whose requests will be considered first.
Encourage communication among team members. “We have an HRIS system where employees can make vacation requests, and also a shared calendar,” says Loni Freeman, vice president of human resources at public relations firm SSPR. “We ask employees to communicate with their account team to ensure client coverage.”
Make flexibility a two-way street. If you give employees some flexibility in the workplace, you’re in a position to ask them for flexibility of their vacation arrangements.
“We have core hours, but otherwise employees can decide at what time they arrive at the office and leave,” says Freeman. “Because we allow daily flexibility, employees may be willing to take a 15- or 20-minute client call on a PTO day,” says Freeman. But take care to strictly define responsibilities that carry into vacation time and to limit work during vacations to the absolute minimum.
Consider ‘summer Fridays’ to build good will — and cooperation. Some 42 percent of employers will give employees Friday afternoons off this summer, according to a recent CEB survey. Given that many employees’ minds will already be at the beach after lunch on TGIF day, formalizing this bonus time off may cost little in productivity while keeping employees engaged all summer – and help generate cooperation to manage everyone’s PTO requests.
Be upfront with your vacation blackout policy. Unless your business depends on seasonal hires, a vacation policy with blackout periods is likely to sow employee discontent. What do you do if an employee has a family wedding during the blackout? You could create an exception, but that might breed additional resentment among other employees.
If you must ban time off at certain times of year, “it’s really important to let employees know during their onboarding that the company sometimes needs to have a blackout period for vacations,” says Galic.
Offer rewards for those who work sought-after days off. Consider giving employees special consideration if they agree to work certain days that most people want to take off. This can be especially important at small businesses, where co-workers are familiar with the comings and goings of people, which can easily develop into time-off envy.
“You can pay time-and-a-half for certain days,” such as July 3rd this year, which falls in the middle of what many employees will see as a four-day weekend, says Saperstone. “Or give them an extra day off; think creatively.”
Consider summer stay bonuses for high-turnover hourly jobs. Small businesses who depend on hourly workers could suffer high turnover. It’s wise to offer bonuses to workers who stay with the company through the summer and take time off only when it has been requested and granted well in advance.

At Client Business Services & Associates, we take great pride in helping our clients fill open jobs. If you’re looking fill your job orders with great talent,please contact us today.

]]>http://www.clientbusinessservices.com/2018/02/18/create-fair-vacation-policy-avoid-summer-meltdown-cant-can-help/feed/0Become a truck driver!http://www.clientbusinessservices.com/2018/02/12/become-a-truck-driver/
http://www.clientbusinessservices.com/2018/02/12/become-a-truck-driver/#respondMon, 12 Feb 2018 10:17:11 +0000http://www.clientbusinessservices.com/?p=733Become a truck driver! Looking for job security and good pay? Consider a career in truck driving—if you’re in it for the long haul. Matt Krumrie, Monster contributor It’s a Monday evening, and Mike Gaffin is heading out of New Jersey and toward his Boston-area home, where he is hoping to stop by and see… Read More »

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Become a truck driver!
Looking for job security and good pay? Consider a career in truck driving—if you’re in it for the long haul.Matt Krumrie, Monster contributor
It’s a Monday evening, and Mike Gaffin is heading out of New Jersey and toward his Boston-area home, where he is hoping to stop by and see his wife—something of a rarity during the week. Since Gaffin is a long-haul truck driver, weeknights at home aren’t guaranteed. And a 40-hour workweek? That’s for slackers.

Gaffin hauls freight throughout the Northeast. During his career, he has been through almost every major city in the continental United States. It’s a demanding job, but it’s work Gaffin enjoys. His father is a truck driver. “All I ever wanted to do when I was a kid was drive trucks,” says Gaffin.

Why you should become a truck driver

1. Job security

If job security is what you need, trucking is a choice field. The American Trucking Associations reports a serious shortage in some segments of the industry that could disrupt the US distribution system. It’s not a shortage of freight or equipment; surprisingly, it’s not enough men and women qualified to drive trucks.

“[Trucking] is a good choice for men or women interested in being able to move around the country and always find a job,” says Nance Harris, vice president of member services for the Nebraska Trucking Association, a trade group for commercial truck and bus operators in Nebraska. “It’s also a good choice if you want great job security and a good income, and if you enjoy meeting people and can work well under deadlines.”

2. A cure for the common 9-to-5

Gaffin can legally work 70 hours a week, but because no trip is ever the same, time spent getting the job done often varies. Weather conditions, bad roads, traffic jams or accidents, highway construction, and other elements make each trip eventful. “You’ve got to have a good work ethic,” says Gaffin. “You can’t get lazy and you have to be on time, because everything is time-sensitive.”

3. Good pay

In Nebraska, the trucking industry employs one out of every 11 workers in the state. Wages are 36% higher than the state’s average for the private industry. Depending on where you gain experience, entry-level truck drivers can earn about $30,000 per year, Harris says. Experienced drivers can earn more than $65,000 per year. Ten years ago, Gaffin was making $40,000. Today, he and most of his colleagues make up to $85,000 per year. According to Gaffin, there are husband-and-wife tandems in the industry who earn more than $100,000 per year, because they can log more miles and take shifts driving.

Tips for a successful career in truck driving

Gaffin offers the following pointers:
•Attend a reputable driving school not only to learn how to drive a truck, but also to get an understanding of the laws, regulations, and safety issues involved with the job. Gaffin and Harris emphasize the importance of securing a clean driving record, free of accidents, DUIs, and other moving violations. With rising insurance costs, companies can’t afford to hire employees who are risks.

•Get used to irregular sleep patterns, and don’t expect to always get eight hours of sleep at night. “Sometimes you have to go when the traffic is less congested and the road conditions are better, especially if there is a storm forecasted,” Gaffin says.

•Watch what you eat. “So many truckers are overweight, because they are always on the go and have to stop and eat whenever the time allows, and that usually means eating fast food,” Gaffin says.

•Commit to a company for at least a year. Like in any industry, some companies are better than others, but it’s important to learn as much as you can at one job before moving on. “You’ll likely have to pay your dues before finding the company and driving opportunity that is right for you,” Gaffin explains.

Ryan Stanton, vice president of Minnesota-based Ace Blacktop, says that “a good driver is a valuable asset to the company; anyone can learn how to drive a truck and get a job, but not everyone can learn how to operate a truck safely and keep that job. That’s why there is always a demand in this field for skilled, trained drivers.”

“We’re moving the world,” says Gaffin. “If it weren’t for truck drivers, the business world could not succeed.”

Looking for more guidance in your job search? Contact one of our staffing experts today, and we’ll work with you to find a new job and meet career goals. We look forward to hearing from you!

]]>http://www.clientbusinessservices.com/2018/02/12/become-a-truck-driver/feed/0The C-Suite!http://www.clientbusinessservices.com/2017/12/01/the-c-suite/
http://www.clientbusinessservices.com/2017/12/01/the-c-suite/#respondFri, 01 Dec 2017 04:44:41 +0000http://www.clientbusinessservices.com/?p=714The C-Suite!The most sought-after skills in the C-suite Do you have what it takes to land at the next level? Find out what’s on executive-level recruiters’ wish lists. Kate Ashford, Monster contributor The C-suite: It’s not really a job. It’s an achievement. These positions are at the top of the ladder: CEO, CIO, CFO, COO,… Read More »

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The C-Suite!The most sought-after skills in the C-suite
Do you have what it takes to land at the next level? Find out what’s on executive-level recruiters’ wish lists.Kate Ashford, Monster contributor

The C-suite: It’s not really a job. It’s an achievement. These positions are at the top of the ladder: CEO, CIO, CFO, COO, etc. When you get there, you know you’ve arrived in your career.

But what does it take to get a position at the head of the food chain? It’s about more than just hard work and experience. According to one survey by executive search firm Korn Ferry, 87% of executives would like to become CEO, but only 15% have the characteristics that would make them successful in that spot.

Some of them are intangible, and, depending upon at what level in your career you are, may be difficult to develop. But there are some you can improve. “If you have a high emotional intelligence quotient and you’re a self-motivated person who wants to succeed, you may be able to move the needle from a four to a six,” says Ron Torch, president and CEO of the Torch Group, an executive search firm.

As for skills that require more experience, you’re not sunk if your job isn’t providing it. “Executives who don’t have the opportunity to develop these skills in a private corporate venue can select local non-profits to donate their time and experience, to gain the skill sets to add to their resumes,” says Dawn Boyer, a resume writer and career consultant with Boyer Consulting.

As you’re evaluating your chances of moving to the head of the business class, measure yourself against the following checklist:

Leadership

Specifically, recruiters are looking to see if you have people who will follow you. “That’s the only proof of leadership that we find valid,” says Mario Alosco, a partner with executive recruiting firm Radius Partners.

“There are a lot of successful CEOs, that if you look back at the companies they managed, the people say, ‘We made money, but I’d never work for that person again,’” Alosco says. “It’s the people that will follow them.

Boost leadership experience off the job by serving on an executive board, offering to start a local chapter of a national organization or launching a non-profit. “Other options are to ask your current business manager for ‘leadership development opportunities’ such as to lead a task force to improve customer relationships,” says Laura Handrick, an HR analyst for FitSmallBusiness.com. “Or tackle a pressing work problem like warehouse shrinkage.”

Empathy

To be an effective CEO, there must be some level of awareness—and connection to—what’s going on around you.

“It’s not just talking about people’s feelings,” Alosco says. “It’s having the wisdom to understand the strengths and weaknesses of people and how to play off them, to understand what motivates someone.”

Empathy is what will help you be a visionary and a better leader. You can hone this skill by focusing on others’ perspectives and practicing being an active listener—but much of empathy is innate. Some people refer to these skills as emotional intelligence.

Change management

This is the ability to recognize an organization’s, opportunities and drive the changes that are necessary to produce better results.

“Recruiters are looking to see that an executive has change management skills to lead an organization through massive change, restructuring or innovation,” Handrick says.

That’s because a company rarely brings in a new CEO to maintain the status quo. “Even if the CEO has been very successful and they retire, and a new CEO comes in, they’re coming in to make changes and do things their way,” Torch says. “So, the skills and ability to see those opportunities and drive those changes are critical.”

Communication

This is important at all levels, but it’s especially critical at the top.

“You must have the ability to talk to people at all levels, to be clear, to be transparent, to be approachable,” Torch says. “You must be persuasive and communicate so that everyone in the organization knows and buys into the goals, the vision and the mission. It’s a leadership role.”

Self-awareness

Being a C-level executive isn’t about being perfect. If anything, it’s about recognizing that you aren’t. “It’s the willingness to be vulnerable, to admit your mistakes,” Torch says. “To show others that you are constantly improving whatever capabilities that you have.”

When you’re self-aware, you see some of your blind spots—the places where you’re weakest. “Blind spots are what get in the way of people succeeding and, in turn, having the organization succeed behind them,” Torch says.

Top executives need to have excellent people development skills, Handrick says, “and that only comes through self-awareness and a willingness to learn and grow.”

Looking for more guidance in your job search? Contact one of our staffing experts today, and we’ll work with you to find a new job and meet career goals. We look forward to hearing from you!

]]>http://www.clientbusinessservices.com/2017/12/01/the-c-suite/feed/0As A Small Business Do You Have A Compensation Strategy?http://www.clientbusinessservices.com/2017/10/19/small-business-compensation-strategy/
http://www.clientbusinessservices.com/2017/10/19/small-business-compensation-strategy/#commentsThu, 19 Oct 2017 15:43:50 +0000http://www.clientbusinessservices.com/?p=708By: Linda Childers As A Small Business Do You Have A Compensation Strategy? While many small businesses have a solid business plan in place, they often falter when it comes to implementing a compensation strategy. That is unfortunate. As a result, it’s easy to offer too much or too little money to compete for the… Read More »

By: Linda Childers
As A Small Business Do You Have A Compensation Strategy?
While many small businesses have a solid business plan in place, they often falter when it comes to implementing a compensation strategy. That is unfortunate.
As a result, it’s easy to offer too much or too little money to compete for the best talent. Even worse, some businesses neglect to have a compensation strategy in place that reflects their overall strategy and values.
Katie Busch of HR Communication Consultants in Boynton Beach, Florida, says small businesses need to keep their salary structure current, while also offering a competitive advantage over other small businesses in the same market.
“Many small businesses mistakenly believe that having a compensation program in place isn’t something they need to worry about until their company gets much bigger,” Busch says. “They often believe having a compensation plan will limit their ability to make good business decisions in regards to employee pay, but often the opposite is true.”
To create a comprehensive compensation strategy for your small business, consider the following steps:
Look at the job and its location. Salaries for small businesses are not necessarily based on the same data used by large companies. When determining a job’s market value, job location is often as important as the job title.
The Small Business Administration recommends doing an online search using keywords such as “Administrative assistant, salary range, [your location]” to determine how to better understand the market for particular jobs in your area.
Experts recommend taking it a step further. “Look at where you’re competing for talent,” says Tim Low, Senior Vice President of Marketing at Payscale.com in Seattle, Wash. “For many positions, especially in technology, companies may be national, rather than regional.”
The takeaway: if you’re seeking candidates who live outside of your immediate area, be sure to utilize a salary relocation calculator to help determine fair compensation.
Be transparent about your compensation strategy. In the past many businesses believed that talking about compensation should only be done behind closed doors, but Low says that successful small businesses today believe in an open pay policy that reveals a compensation strategy that is committed to investing in top talent.
“Being honest and candid about your compensation practices and how you benchmark salaries can have a positive impact on trust and employee morale,” Low says.
Consider implementing salary ranges. While not all small businesses feel as though they are ready to implement salary ranges, Low says that creating pay ranges can be good for your business.
“By establishing a salary range, you can show employees where they are starting on the range, and illustrate how they have room to grow,” he says. “If an employee is at the top of the salary range, you can talk to them about a growth track, and how they can thrive at your company, perhaps by getting the skills and training needed to be a manager.”
Anticipate employee expectations about raises and bonuses. Low says many small businesses are moving away from annual reviews, preferring instead to offer more frequent feedback. This strategy is particularly important for retaining Millennial employees.
“Many large companies including IBM, Microsoft and General Electric are leading the trend by replacing annual performance reviews and offering employees more frequent informal reviews, where they can set and update quarterly goals and offer opportunities for individual growth.”
At Grady Britton, a creative agency in Portland, Oregon, Paige Campbell, the agency’s president and partner, says employees receive quarterly rewards based on performance including a bonus day off or a long leisurely lunch paid for by the company.
Employees and work teams are also celebrated throughout the year when they have demonstrated superior performance. “If someone has done an outstanding job they may receive a mid-year raise, we won’t wait a full year to acknowledge their achievements,” Campbell says.
Get creative with rewards. Busch says one of the first rewards she encourages small businesses to implement is a simple thank-you given to an employee who has exceeded expectations. “It’s especially important to verbally acknowledge an employee’s contributions in a group setting that also serves to demonstrate to other employees your company’s expectations.”

At Client Business Services & Associates, we take great pride in helping our clients fill open jobs. If you’re looking fill your job orders with great talent,please contact us today.

]]>http://www.clientbusinessservices.com/2017/10/19/small-business-compensation-strategy/feed/1How to get your resume ready for a job search!http://www.clientbusinessservices.com/2017/07/04/get-resume-ready-job-search/
http://www.clientbusinessservices.com/2017/07/04/get-resume-ready-job-search/#respondTue, 04 Jul 2017 21:31:22 +0000http://www.clientbusinessservices.com/?p=598Want a new job? First you’ll need to know how to create a resume that will help you shine. These seven simple steps can help. Lily Martis, Monster staff You’ve decided to start your job search, but you’ve already reached a roadblock: getting your resume ready. On the job hunt, “your resume is your number… Read More »

Want a new job? First you’ll need to know how to create a resume that will help you shine. These seven simple steps can help.Lily Martis, Monster staff

You’ve decided to start your job search, but you’ve already reached a roadblock: getting your resume ready.
On the job hunt, “your resume is your number one ammo,” says Monster career expert Vicki Salemi, who spent more than 15 years in corporate recruiting. When done right, your resume can open the door to your dream job, she notes.
With stakes that high, it’s no wonder that a resume refresh also commonly fills people with existential angst. We get it—condensing your entire work history into a perfectly-worded typo-free single-page document that could potentially determine your entire career future is maybe just a little stressful.
But what if we told you it doesn’t have to be as daunting as you think? Monster has all kinds of resources to help make the whole process easier. Like you-don’t-have-to-even-lift-a-finger-if-you-don’t-want-to easier. Skip ahead to step six if this sounds like you. But if you’re more of the DIY type, follow the seven steps to a perfect resume below. You’ll be on the interview circuit in no time.1. Start with the right parameters
Resumes are not “one-size-fits-all.” The format you should use and the information you should highlight depends upon your field, for starters. So you’ll want to structure your resume to fit the industry standard for the job you’re applying to. A quick way to start figuring this out? Check out Monster’s resume templates by industry.
Your experience also plays a part in structure. The answer to the age-old question of “how long should my resume be?” is that it depends upon how much time you’ve got under your belt. As a general rule of thumb, job seekers with under three years of experience should aim for one page, but those with more years in the field could go up to two.
Keep in mind that a recruiter doesn’t have time to sift through the next great American novel. Back in her recruiting days, Salemi says she usually spent no more than three seconds on a resume. “Being succinct is key,” Salemi says. “Recruiters will lose focus and attention if you name every single responsibility you’ve ever had.”
Lastly, there’s the question of chronological (jobs listed in order by date) or functional (jobs listed by relevance). We answer that question in the article “Should you use a chronological or functional resume?” but the gist is that functional typically makes sense unless you’re a job changer, are just starting out or have gaps in your work history. Otherwise, go chrono.2. Get the basics right
No matter the job or industry you’re in, there are a few must-haves for every resume. They are: work experience, job titles, responsibilities, and years worked in each position, Salemi says.
“It’s important to show prospective employers a timeline,” she says. “Even if you use a functional resume—as opposed to a chronological resume—you should still include years.”
Oh, and don’t forget your contact info! Believe it or not, Salemi says she has received resumes that include no way of contacting the candidate. (We think it’s safe to assume those were the people who didn’t get called in for interviews.) While you don’t need to include your home address—Salemi says recruiters may start making assumptions that the commute could be too long for you—you absolutely must include your phone number and email address.3. Use keywords to help you break through
When recruiters post jobs, Salemi says, they typically don’t read every resume that comes in—they’ll often start by having their “applicant tracking system” (a fancy name for recruiting software) filter out resumes based on keywords. Those keywords are terms or phrases the hiring manager has deemed to be valuable to the job.
So you’ll want to pack your resume with keywords… but you also need to be careful not to go overboard, since a human will hopefully read your resume eventually.
Thus, sprinkle those keywords throughout and provide a little bit of context with each. For example, a social media savvy job seeker might include the names of key platforms with some explanation such as, “Leveraged Instagram to showcase happy customers, increasing followers by 10,000.”
Need help coming up with keywords? Take words and phrases directly from the job description—mirroring the ad in order of mention as the hiring manager will typically put the most coveted skill sets at the top, says Salemi. Watch the video below to learn more about using keywords on your resume.

4. Double up on numbers to up your odds
Getting past the applicant tracking system is like making it past the semifinals—but your resume still has more hurdles to pass, in the form of those human recruiters who are trying to pick out the best of the best to bring in for interviews. You’ll want to make sure you quantify your achievements to help them see the impact you made. If you had a choice between a candidate who “developed sales leads” and one who “developed 20 new sales leads a week,” wouldn’t you pick the latter?
“Quantifying helps recruiters put a framework around the work you do and how you do it,” Salemi says. “Do you manage a team and how many? Did you save the company money and how much? Indicating daily, weekly, monthly meetings and deliverables attests to your ability to multitask and get the job done.”
Anything related to time, money or people offers a key opportunity to quantify. Watch the video below about quantifiable achievements to learn more about how to use numbers to make your resume seem more impressive.

5. Make sure you’re not a fashion faux pas
Just like you wouldn’t show up to a job interview wearing jeggings or a suit with super-wide lapels, you don’t want your resume to appear inappropriate or out-of-date.
So delete that opening “objective” section—and replace with a summary, which is now preferred. Cut that “references available upon request” cliché (duh, of course they are) at the bottom. And while you’re hitting the delete button, Salemi says to expunge basic computer skills like Microsoft Word and only include specific skills to your industry, like C++ programming. You’ll also want to switch out that crazy font you think will help your resume stand out. (See Monster’s picks for best resume fonts.)
And check out this list of other missteps that make your resume look like a dinosaur.
It’s not all about taking out the trash. You can make yourself seem a little less square if you add in some hyperlinks, your social media handles (if SFW), and a splash of color.6. Bring in a wingman (or woman) to review your work
If you’ve gotten this far in your resume makeover, it’s time to give your eyes a break. You’ve probably spent way too much time staring at the document on your screen checking for misspelled words and other typos that it no longer even reads like English to you anymore. It’s time to bring in a second pair of eyes to give your resume a once-over.
First option: Call in a mentor or a fellow job-seeking friend for whom you can do the same solid. Second and even better option: You can get a resume critique for free (seriously!) from the experts behind Monster’s resume writing service. An actual resume specialist will review your doc, and, within a couple of days, provide an evaluation on ways you can improve your resume so that it will get through the robots and stand out to hiring managers.
Alternatively, for a fee that ranges from $129 to $349, those experts will actually write your resume for you; packages vary and can include cover letter and LinkedIn profile writing, too. Tempting, right?7. Make yourself “discoverable” to recruiters
Ever wonder why some people just get called by recruiters about jobs and why you’re not one of them? Well, every day, recruiters search Monster’s resume database for candidates for jobs that aren’t even posted. By uploading your resume, you can be one of those people who gets found by a recruiter.
Also, uploading your resume will help make your application process easier when you start applying to jobs on Monster. By having your resume already in our system, applying can be as easy as hitting the “Apply” button.
So go ahead and get that resume uploaded to Monster, and give yourself a proud pat on the back for getting through this tough-but-important first stage of job search. Now you’ve just got to find the right job. But we can help with that too—just check out the next article in this series. C’mon, let’s get you hired…

Looking for more guidance in your job search? Contact one of our staffing experts today, and we’ll work with you to find a new job and meet career goals. We look forward to hearing from you!